Master in Business Administration - Human Resources

Program offered in Collaboration with the Université Panthéon-Assas - Paris II. Upon completion of the program, students earn an MBA from USEK and a Master Degree from the University of Paris II.

Mission

The mission of the HR Master program is to prepare students to operate as effective HR professionals within an international environment. It revolves around the delivery of high level quality teaching by a carefully selected mix of academics and professionals. The program strives to develop and enhance the understanding of HR principles while preparing knowledgeable... and ethical individuals to support businesses of all sizes in building their strategic vision.

Program Outcomes

Upon completion of the program, graduates should be able to:
a. Apply advanced knowledge of concepts in human resources;
b. Demonstrate ability to handle HR problems: identify and evaluate alternative solutions and select the best course of action to effectively set up and run HR departments;
c. Apply ethical and social principles to human resource management processes and activities;
d. Demonstrate ability to handle proper career planning and development;
e. Demonstrate ability to develop professional HR reports and related area.

Degree Requirements

Students admitted to the Master in Business Administration - “Financial Engineering / Human Resources / Marketing / Banking Operations and Management” and not holding any primary degree in business studies must be enrolled in the following remedial courses in their first semester: RMKT501 - Marketing; RMGT501 - Management; RACT501 - Accounting; RFIN501 - Finance.

This course aims at familiarizing students with managerial and financial theories of governance as well as recent developments concerning the responsibilities of administrative bodies at the level of corporate governance. Additionally, it enables the students comprehend the various ethical and managerial approaches by providing them with insights on the organization as part of the community and the behaviors of the managers that have a great impact on the performance of the organization. After completing this course, students will be able to play various roles related to the effective functioning of the administrative body of several organizations as well as generate ethical and social culture decisions in their scope of work.

This part of the course encompasses several interactive seminars and lectures given by international experts on various themes, with an emphasis on ethical issues in transnational firms, diversity management in the workplace, and gender, age and ethnicity: equity practices. Such seminars and lectures will be conducted through group work and discussions with lecturers.

This course is based on a multidisciplinary approach of strategic management that enables students to understand the decision-­making nature in various strategic contexts, formulate and implement strategies and integrate functional policies in strategic problems resolution. The course presents the fields of activities in which the enterprise seeks to integrate. It also tackles the subject of resources allocation to enable an enterprise to preserve a strong and defendable position, and to progress in the sector(s) it currently occupies, or seeks to occupy, with a view to maximize invested capital profitability.

The objective of this course is to show how HR professionals and top managers can construct and maintain a high­ performing workforce. Students will learn, within this context, the best practice for attracting and selecting well ­qualified talented employees; they will also be introduced to the best ways for achieving strategic objectives and obtaining better and stronger results through people.

This course encourages students to think strategically about talent and career development, and provides them with the key HR and career management tools used by international companies. The course will involve a range of successful practices and contexts that have been derived from research and experience. Students will also be given the opportunity to reflect on what can be expected from HR practitioners.

This course aims to enhance group cooperation, foster collaboration and develop new approaches to team work. It is about getting to know each other by using new approaches, exploring methods of cooperation, stimulating fluidity in team work, and gaining empowerment, freedom, and creativity. It also introduces students to organizational behavior (theory and practice), to leadership and to top team management skills.

The objective of this course is to provide a broad overview of the industrial system in Europe, its complexity and evolution, and offers the opportunity for students to run a European work council. It also seeks to help students to negotiate in a group and within a multicultural context. This aspect of the course also encompasses a broad overview of the main issues governed by European Labor Law, such as the Council of Europe and European Union Law.

The objective of this course is to introduce qualitative and quantitative research methods, with a specific focus on the Academic Literature Review Seminar. Students will also become familiar with the research methods used for an individual dissertation. By the end of the course, students will know how to formulate a viable research question, and apply the principles of theory/model building and case selection, along with the ability to recognize the benefits and drawbacks of different methodologies. They will also become familiar with identifying and interpreting patterns in data, and learn how to prepare and execute a feasible project.

The idea of this course is to discuss and share experiences of HR Information Systems from a user’s point of view. The HR function is responsible for providing reliable and relevant data in the decision­-making process. Future HR managers will have to deal with HRIS on a daily basis, which requires understanding how these systems support HR strategy. Students will also learn how to differentiate between information and knowledge to define organizational learning, and to identify main factors driving companies and society to learn and better manage knowledge.

This course seeks to provide students with a broad overview of individual and collective labor laws and national legal systems. Within this context, students analyze case studies given by HRDs and lawyers. They are also introduced to negotiation theory, crisis management and social conflicts, and employee relations in Multinational Enterprises. (MNE).

The purpose of this course is to deal with accounting and financial tools for HR while understanding the structure of a profit and loss account, and assessing the impact of accounting decisions in human resources. It is also about introducing students to HR and business strategy issues associated with mergers and acquisitions. Furthermore, students will learn the concept of corporate strategy, and how to develop intercultural competences in multicultural teams.

A professional report should be based on the professional mission of a firm. By mobilizing the knowledge that has been acquired in one or two courses, the report should highlight the capacity of the student to conduct an analysis in relation to a practical problem. The report should not be limited to a description of the enterprise, but should have a point of view and include an analytical dimension, which promotes solutions, offer recommendations and show adapted measures.